Performance Evaluation Form All Employees

Employee Name: Naeema Jin

Directorate/Faculty: Foundations

Employee Job Title: English HCT Start Date:

Faculty
Supervisor Name: Robert Miles

Period under Evaluation: 2016-2017

Last Years Performance Rating:

Number of Years of Service:

HCT Vision
The Higher Colleges of Technology will be recognized as the best applied higher education
institution in the United Arab Emirates, producing knowledgeable, innovative and skilled
Emirati graduates that support the nation in pursuit of excellence
HCT Strategic Goals
Enhance Student Success
Emphasize Applied Education
Expand Partnerships
Ensure Continuous Quality Improvement
Encourage Innovative Initiatives
Support National Emiratization Strategies
The Objectives of Performance Evaluation

Evaluate targeted values through behavior to build a desired culture.

Identify and develop job objectives that are related to the overall HCTs objectives.
Identify and develop individual objectives linked to department objectives.
Build and encourage the desired performance standards.
Identify specific indicators of achievements.
Review, monitor and improve department and individuals performance.
Identify strengths and areas for improvement in department, team and individual.
Improve communication.
Provide recognition.

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Purpose of Performance Evaluation

Objective Setting

Mid-Year Review

Year End Review

Special

Guidelines
This Performance Evaluation is developed to evaluate an employees performance over a specified period of
time. It helps both the employee and supervisor to build on existing strengths and identify and develop those
areas for improvement. Employee and supervisor plan together to make the performance evaluation process a
successful event by attending relevant sessions during which:
1. Expectations about job responsibilities and performance standards are clarified and discussed.
2. Level of improvement of job performance against agreed expectations and previous employee performance
results are identified and discussed.
3. Future professional and personal development plan envisaged in line with HCT needs is discussed.
This Performance Evaluation Form covers two main areas that HCT focuses on when assessing its employees
performance: Job Objectives and Job Factors. The Performance Evaluation Form is, accordingly, divided into
two parts which must be completed:
Part I is Job Objectives, which are set and agreed at the beginning of the year to achieve planned targets.
These job objectives are defined as the goals set and agreed upon between each employee and their direct
supervisor. For each established position in the HCT, the supervisor and employee have, at the beginning of
the academic year, to define and agree on such objectives used throughout the performance management
cycle and set the work plan for achieving them. Each objective has to be given a weight based on its
importance and effort required. At the annual appraisal meeting held in June, both individual and supervisor
should agree on the outcomes. The resultant score has to be given according to the degree of achievement
of each objective.
Part II is Job Factors that describe the required behaviour and skills of the job and the HCT culture. These job
factors are for measuring performance indicators, which are important in the successful completion of most
assignments and clearly reflect the values of the HCT.

Factors 1-12 are applicable for all employees.

Each factor is broken down into five (5) components that describe the relevant skills, capabilities and
behaviors that are essential to meet this job factor
For each factor, there are five levels of rating (1- 5), that are explained as follows:
Rating number
(1)
(2)
(3)

Explanation
Unsatisfactory
Improvement needed
Meets expectations

(4)
(5)

Exceeds expectations
Exceptional

Evaluation Criteria
Performance Rating Scale
The following performance rating scale is the standard rating scale for the current period.

Level 5 Exceptional (5):

Performance far exceeded expectations due to the exceptionally high quality of work performed in all
essential areas of responsibility resulting in an overall quality of work that was superior; and either 1) included the
completion of a major goal or project, or 2) made an exceptional or unique contribution in support of section,
department, or HCT objectives and went beyond the call of duty.

Level 4 Exceeds Expectations (4):

Performance consistently exceeded expectations in all essential areas of responsibility, and the quality of work
overall was excellent. Annual goals were met.

Level 3 Meets Expectations (3):

Performance consistently met expectations in all essential areas of responsibility, at times possibly exceeding
expectations, and the quality of work overall was very good. The most critical annual goals were met.

Level 2 Improvement Needed (2):

Performance failed to meet expectations in one or more essential areas of responsibility, and/or one or more of the
most critical goals were not met. A professional development plan to improve performance must be outlined,
including timelines, and this plan will be monitored to measure progress.

Level 1 Unsatisfactory (1):

Performance was consistently below expectations in most essential areas of responsibility, and/or reasonable
progress toward critical goals was not made. Significant improvement is needed in one or more important areas.

A plan to correct performance, including timelines, must be outlined and this plan will be monitored to measure
progress.

Part I
Current Year Key Objectives and Action Plan - (Minimum 5 Maximum 8)
Job Objective

Weight Action/Activity

Target
Dates

1.

Complete a minimum of
one satisfactory
classroom observation
with the Chair during the
Academic Year.

30

Book the observation with the Chair.

30 June
2017

2.

Teaching & Learning

20

Achieve a 70% pass rate for the Academic

Year

30 June
2017

3.

Teaching & Learning

Peer Observation

Observe 2 other teachers and be observed by 30 June

at least one colleague. The focus will be on 2017
observing a writing and vocabulary lesson.

4.

Teaching & Learning

Creating materials

Create 5 Nearpod lessons that can be shared

with other teachers.

30 June
2017

5.

Teaching & Learning

Creating materials

Create 2 webquests (for writing) using Book

Widgets.

30 June
2017

5.

Contribute to the
Administrative and
Academic Support of the
level 3 team.

Act as team leader for Level 3 - includes

having team meetings, making sure Level 3
BB9 and OLZ courses are updated with
materials and organized.

30 June
2017

6.

Professional
Development

Complete 20 PD sessions, which include

attending 3 external sessions and presenting
2 sessions.

30 June
2017

7.

Personal

Complete an online course

30 June
2017

Part I rating =

100

Total Rate of Part I =

Remarks

Part II
Please indicate a rating for each Performance Factor:
No

Performance Factors

Rating
(1-5)

Job Knowledge
Understanding duties, requirements of work, the HCT environment as well as
practices, and tools to do the job.
Aligning own work with the new developments in policy and procedure changes.
Understanding others jobs related and linked to own work (e.g. educational
technology).
Using different sources to develop job knowledge/ deliver learning experience and
incorporate new learning into work activities.
Understanding (subject and student knowledge) and appropriately utilizing and
applying practices and ideas related to work and adjusting or adapting methods
when needed.

Communication
Communicating relevant information and ideas in a clear and accurate manner and
paying attention to questions to understand what is being asked.
Sharing information, opinions and ideas with others.
Providing appropriate clarification to ensure audience understanding.
Knowing when to document actions and maintain the required references and
updated records.
Keeping relevant staff informed on critical issues that may impact their work

Work Quality
Accuracy, efficiency and completion of all work.
Meeting deadlines and achieving excellent results as required.
Providing high standard of services to internal and external clients
(students/employers) (within the department, other departments, and outsiders).
Using information tracking and reporting systems (Reflexive Practice).
Amount of time and effort spent to search, collect information, and evaluate work
areas to ensure continuous improvement.

Taking Initiative
Understanding things to be done before taking an action.
Ability to contribute, develop and/or carry out new ideas and innovative ways to
performing job duties
Ability to be a self-initiator, to come up with suggestions, and anticipate needs.
Ability to create new work methods, systems and processes.
Seeking and performing additional tasks as time permits.
Organizing and Planning
Identifying more critical and less critical activities and assignments.
Adjusting priorities when appropriate.
Allocating appropriate times for completing own and others work and planning
tasks and setting appropriate deadlines
Using available resources in an effective and efficient manner.
Flexibility in own schedule, vacation plan considering job needs and colleagues
urgent matters (planning the learning experience).

Supportive Examples/ Verifications for

rating (1 or 5) only

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10

11

Teamwork and Interpersonal Relations

Working, cooperating and coordinating with others (supervisors, subordinates, and
colleagues) effectively; building positive working relationships with others and
respecting others and HCT culture.
Understanding own strengths and weaknesses and participating in group activities
accordingly
Working through differences of opinion with others in an objective and constructive
manner and maintaining composure when dealing with difficult people.
Willingness to accept directives, supervision and comments for correction.
Attitude shown toward the institution and work environment and impact of that on
work area.
Work Habits and Professional Responsibility:
Demonstrating time management through maintaining punctuality and good
attendance and utilizing time to achieve job requirements.
Commitment and loyalty in reporting to work and going beyond the call of duty to
meet work requirements and targets.
Displaying a positive disposition and remaining approachable under pressure.
Demonstrating professional workplace etiquette.
Performing activities that help to attain improvement and professional growth.

Judgment
Ability to make correct decisions and take the best course of action when needed.
Ability to evaluate situation and make effective decisions or take appropriate
actions accordingly.
Use of reasoning to identify, evaluate and solve problems whilst learning from
them.
Analyzing and linking all related aspects before taking action.
Concentrating on and working in a safe manner, preventing problems and
accidents.
Awareness of the Institutions Internal Environment
Understanding and applying internal policies and procedures that are related to
own job. (Organizational Alignment)
Understanding the primary functions and services provided by the other divisions of
the institution and working to keep up to date on developments within the institution.
Understating the vision, values and strategic objectives of the institution and how
own job performance can contribute to the overall success of the institution.
Developing individual goals to support and reinforce the institutions priorities,
needs and objectives. (Goal Alignment)
Demonstrating professional workplace etiquette. (Professional responsibility)
Awareness of the Policies and Rules of the Institutions External Environment
Understanding and accurately applying information about the external environment
(e.g. emerging community and market and society needs and relations, industry
trends, graduate employment awareness) when completing work.
Keeping informed and updated about new developments in the external
environment. / Industry Involvement
Understanding how the new developments may impact own job and work area and
act accordingly.
Identifying events in the external environment that may advance or impede the
mission of the institution.
Bringing relevant issues to the attention of others that can influence the directions
and/or actions the institution takes in response to these developments.
Problem Solving
Identifying and addressing potential problems before they arise
Anticipating issues and applying preventive actions
Defining the issue or problem before trying to resolve it
Conducting follow up and seeking feedback to ensure that the solution worked or
had a positive effect
Developing alternatives and assessing the merits of each against the desired end
result.

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12

Productivity:
Producing an acceptable amount of work within the required time.
Planning effectively to meet goals.
Prioritizing work and managing workload.
Setting and accomplishing goals as expected.
Proactively taking actions.

Total Part II = 60

Part II Rating = 39
Final Rating = 129 (pending)

Total (Part I + Part II) = 160

Part III
Performance Discussion (Supervisors Remarks)

Employee Feedback to the Supervisor

Concurrence with the Supervisor

I have read this document and agree with the outcomes of this Review Discussion in terms of rating of Part I and II,
Supervisors
remarks, and Part IV
YES

NO

If No, please state reasons below:

Part IV

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Professional/ Skills Development and Personal Plan (Professional Growth)

Based on this evaluation as well as job requirements the Appraiser and Appraised identify the following areas for development:
Look to reprise your team leading role.

Employee's Signature:

1.

Supervisor's Signature:

Date:

Director / Executive Dean's Signature:

Date:

Date:
18/06/2

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